Building Trust at Work
You’ve probably heard a lot about building trust at work by listening better. Listening is important, but it’s only half the equation.
I recently worked with a team using the Johari Window model to explore trust. It’s a simple but powerful tool for understanding how we build relationships. And it always surfaces something interesting: trust isn’t just about understanding others. It’s also about being seen.
The hidden half of trust
We’re taught to:
Get curious about others
Avoid assumptions
Build understanding through observation
But you can’t build trust by observing from the sidelines. It’s not just about how well you see others. It’s about how willing you are to let others see you - your intentions, values, doubts, and even the messy bits.
That’s the part most people avoid. Especially in teams where psychological safety is unstable. But someone has to go first.
Why openness matters
This is where Contact Theory (Allport, 1954) comes in. The theory says meaningful connection between people can reduce bias and build trust, but only when the contact is real and human. Polite interaction isn’t enough. Teams need open, reciprocal contact to shift dynamics.
Here’s what that looks like in practice:
Passive Trust-Building | Active Trust-Building |
|---|---|
Listening without sharing | Listening and disclosing |
Staying polite but guarded | Sharing values and intentions |
Waiting for others to go first | Taking the first step yourself |
Building trust at work takes mutual risk
If you want stronger relationships in your team:
Ask good questions, and answer some
Show respect, and show vulnerability
Notice patterns, and let others notice yours
In short: trust grows through mutual openness, not quiet observation.
This is especially relevant in leadership, coaching, and team development. And it’s at the heart of creating cultures where people feel safe enough to speak, share, and challenge.
So next time you're thinking about how to build trust, don’t just listen.
Let people in
References
Johari Window: Luft & Ingham (1955)
Contact Theory: Allport, G. W. (1954). The Nature of Prejudice
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